Alberta Employment Standards in 2026: A Comprehensive Guide for Employers

Alberta's general minimum wage remains $15.00 per hour , a rate that has been unchanged since October 1, 2018. This makes Alberta's general minimum wage the lowest of any Canadian province or territory in 2026. Alberta also maintains a unique student minimum wage of $13.00 per hour for employees under the age of 18, a category that no other jurisdiction in Canada currently uses in the same way. Additional minimum wage rates apply to specific categories of workers: Commissioned salespersons: $598.00 per week Domestic workers (live-in): $2,848.00 per month Under the Employment Standards Code , standard hours of work are generally 8 hours per day and 44 hours per week. Overtime pay is required at a rate of 1.5 times the employee's regular wage for all hours worked beyond 8 hours in a day or 44 hours in a week, whichever calculation yields the greater overtime entitlement. Employers and employees may also enter into overtime agreements to bank overtime hours as paid time off at the 1.5x rate, rather than receiving immediate overtime pay. Employers should be aware that certain industries and occupations may have modified hours-of-work rules under the Employment Standards Regulation . It is essential to verify whether any exemptions or special rules apply to your workforce. All wage and hour records must be maintained in accordance with Alberta's Employment Standards Code. Vacation entitlements in Alberta are based on length of service. After completing 1 year of employment, an employee is entitled to at least 2 weeks of vacation and vacation pay equal to 4% of their total wages. After 5 years of employment with the same employer, the entitlement increases to 3 weeks of vacation and 6% vacation pay. Alberta recognizes 9 general (statutory) holidays . Notably, Alberta does not include Boxing Day or the National Day for Truth and Reconciliation as statutory holidays. The 2026 dates are: New Year's Day — January 1 Alberta Family Day — February 16 Good Friday — April 3 Victoria Day — May 18 Canada Day — July 1 Labour Day — September 7 Thanksgiving Day — October 12 Remembrance Day — November 11 Christmas Day — December 25 Eligible employees who work on a statutory holiday are entitled to holiday pay at 1.5 times their regular wage rate, plus an additional day off with pay, or regular wages plus holiday pay at 1.5 times for the hours worked. Termination notice requirements under the Code depend on the employee's length of service: 1 week for employment of 90 days to less than 2 years, 2 weeks for 2 years or more but less than 4 years, 4 weeks for 4 years or more but less than 6 years, 5 weeks for 6 years or more but less than 8 years, 6 weeks for 8 years or more but less than 10 years, and 8 weeks for 10 or more years. Employers may provide termination pay in lieu of notice. These rules are set out in Alberta's Employment Standards Code and related Alberta government termination guidance. Alberta aligned its job-protected illness and injury leave with the federal EI sickness benefit duration of 27 weeks in 2023. Under the Employment Standards Code , employees are entitled to up to 27 weeks of unpaid, job-protected leave in a 52-week period. This change brings Alberta into alignment with similar leave entitlements available in Ontario, British Columbia, and under the federal Canada Labour Code . Key details of the expanded leave: Eligibility: Employees must have completed at least 90 days of continuous employment with the same employer. Medical certificate: Employers may require a medical certificate from a qualified health practitioner confirming the employee's inability to work due to illness or injury. Job protection: The leave is unpaid, but the employee's position is protected. Employers cannot terminate, lay off, or otherwise penalize an employee for taking this leave. Duration: Up to 27 weeks in a 52-week period, which may be taken in one continuous period or in multiple periods. This expansion is particularly significant for employees dealing with serious medical conditions, recovery from surgery, or long-term illness. Employers should update their leave policies, employee handbooks, and payroll systems to reflect the new 27-week maximum. HR teams should also ensure that managers understand the prohibition against reprisal for employees exercising their leave rights. For the official legislative text and guidance, employers should consult Alberta.ca and the current Alberta Employment Standards materials. Since March 31, 2025 , Alberta employers have been required to maintain a workplace violence and harassment prevention plan under Part 27 of the OHS Code . Previously, employers could address harassment and violence in separate policies. The consolidated plan must include: A risk assessment identifying workplace-specific hazards related to harassment and violence Clear reporting procedures for employees to raise concerns Investigation processes that are fair, timely, and thorough Privacy protections for all part